In the modern workforce, employee dissatisfaction has emerged as a pressing concern, with many citing a lack of recognition and opportunities as reasons for their disengagement or eventual departure. This frustration stems from a deep-seated feeling of being undervalued, of not having the chance to contribute beyond the boundaries of their roles due to outdated managerial approaches. As a result, companies have seen an exodus of talent, while employees, especially in technical fields, seek environments that nurture their growth and acknowledge their contributions.
The Problem: Employee Dissatisfaction
Employee dissatisfaction, particularly around recognition and growth opportunities, has become a defining challenge for organizations. Many employees express feelings of stagnation, where their potential is not fully tapped, largely due to rigid hierarchical structures. Managerial influence, in these cases, can limit an individual’s opportunity to demonstrate their versatility. Over time, this stifles innovation and creates an atmosphere where disengagement and turnover flourish.
ServiceNow’s Kelley Steven-Waiss emphasizes that organizations must look beyond traditional career ladders and provide employees with opportunities to expand their skills. Companies that fail to recognize and reward contributions risk losing talented individuals, and more importantly, miss out on the creative potential and problem-solving capacity that comes with empowered teams.
Talent Mobility: The Catalyst for Growth
In response to the dissatisfaction surrounding recognition and growth, talent mobility has emerged as a powerful tool to foster skill development and adaptability. The concept is simple yet transformative: allow employees the flexibility to explore various roles within the organization, thereby broadening their skill set. By contributing to different functions, employees become more agile and versatile, which not only benefits their personal development but also drives organizational success.
Talent mobility aligns with the notion of “portfolio careers,” a concept that reflects the modern reality of work. In a rapidly evolving landscape, individuals need to continuously upskill and reskill. The opportunity to work across multiple domains within an organization enables employees to stay relevant, develop new competencies, and respond effectively to the ever-changing demands of the market.
Organizations like ServiceNow have been early adopters of this approach, recognizing that a workforce equipped with a diverse skill set is more resilient and capable of adapting to future challenges. Encouraging employees to navigate various roles leads to the creation of a flexible, dynamic workforce, which, in turn, drives innovation and growth.
Career Advancement Through the Jungle Gym Model
Traditional career paths often resemble ladders—employees climb upward, one promotion at a time. However, this model is increasingly being replaced by a “jungle gym” approach to career development. This approach emphasizes lateral moves that offer new challenges and learning opportunities, rather than just upward mobility.
The jungle gym career model allows employees to explore different roles within the organization, fostering a culture of continuous learning and growth. This broadening of experience enables individuals to become more well-rounded leaders. It’s no longer just about climbing to the top; it’s about gaining a variety of experiences that can later be applied in leadership roles.
ServiceNow has championed this model by creating career paths that encourage employees to make lateral moves, not just for advancement but for skill development. As leaders navigate this “jungle gym” of opportunities, they amass experiences that make them more adaptable and better equipped to lead diverse teams. In today’s work environment, the breadth of experience is just as critical as depth, and ServiceNow’s approach empowers its employees to explore and evolve in ways that traditional career ladders do not.
The Future of Work: Empowering Employees
The shift in the balance of power from employers to employees is a defining feature of the future of work. As workers gain more control over their careers, they demand greater agency and flexibility. Kelley Steven-Waiss argues that organizations must treat employees like consumers, offering personalized experiences that resonate with their individual aspirations and values.
This personalized approach isn’t just a trend—it’s an imperative for engaging and retaining top talent. Employees today expect more than a paycheck. They seek meaningful work, opportunities for growth, and a work-life balance that allows them to thrive both personally and professionally.
The future of work is about creating environments where employees have the freedom to chart their career paths. Organizations that support this autonomy are better positioned to attract and retain top talent. ServiceNow’s commitment to this philosophy is a testament to its understanding of the modern workforce’s needs. By offering employees the tools and opportunities to steer their own careers, ServiceNow fosters a culture of engagement and satisfaction.
Rethinking Leadership and Technology for the Modern Workforce
As the employer-employee relationship evolves, so too must leadership. Leaders of tomorrow will need to be adaptable, empathetic, and skilled in communication. The ability to connect with employees from diverse backgrounds, many of whom bring non-traditional skills to the table, will be critical.
Technology plays a central role in this transformation. Organizations must reimagine how technology is used to engage the workforce and make work more intuitive. It’s no longer enough to rely on hierarchical structures or traditional recognition programs. Today’s workforce thrives on team-based incentives, where collaboration and collective achievement are celebrated.
ServiceNow is at the forefront of rethinking these systems. By leveraging technology to create seamless, personalized employee experiences, ServiceNow ensures that its workforce feels valued and empowered. This shift from a hierarchical to a team-based recognition model is particularly important for organizations looking to attract and retain top talent in a highly competitive market.
Rethinking HR: A Fluid Pool of Talent
The changing workforce also requires a reevaluation of HR models. The traditional concept of shared services, where HR operates as a distinct, centralized function, may no longer be effective in the current environment. Instead, organizations must adopt more fluid, decentralized approaches to talent management, aligning resources with the ever-changing needs of the business.
ServiceNow’s HR strategy emphasizes flexibility, treating shared services as a dynamic pool of talent that can be mobilized quickly and efficiently based on organizational requirements. This fluid model allows for greater agility in managing talent, ensuring that the right people are in the right roles at the right time.
Conclusion: Leadership for the Future
Leadership, as we know it, is changing. To thrive in this new era, leaders must embrace adaptability and continuous learning. The ability to pivot, reimagine oneself, and lead teams from diverse and non-traditional backgrounds will define the leaders of tomorrow. ServiceNow’s Kelley Steven-Waiss has been a trailblazer in this area, highlighting the need for organizations to shift their approach to leadership development and employee engagement.
The DNA of leadership is being rewritten, and those organizations that embrace this change will not only survive but thrive in the future of work. By fostering a culture of agility, recognition, and autonomy, ServiceNow is setting the stage for a new generation of leaders who will drive innovation and success.
